University of Nebraska Administration HUMAN …

1 University of Nebraska Administration HUMAN RESOURCES handbook FOR POLICIES 1 PREFACE The following University -wide HUMAN resource Policies are applicable to the Managerial-Professional and Office and Service Staff. However, some policies are applicable to all employees of the University regardless of employees classification based on Board of Regent Bylaws and Policies. These policies were developed for the purpose of providing University -wide guidance, consistent with Board of Regent Bylaws and Policies, in the management of non-academic staff. (Update) Published: 3/20/2017 FOREWORD HUMAN resource Policies are intended for use by Chancellors, Vice Presidents, Vice Chancellors, and other administrative officers designated by the President or the Chancellors.

2 General guidelines are presented and it is expected that in almost every instance, with the exception of the Board of Regent Bylaws and Policies, a supplemental campus procedure may be available. It is not recommended that immediate supervisors utilize this document independently of any related campus procedure. The policies contained herein may be deleted or modified or new policies may be added by approval of the President through the authority delegated by the Board of Regents. The distribution of any modifications shall be made by the University Administration Director of HUMAN Resources through the Campus Directors of HUMAN Resources. Any interpretations of the manual may be requested of the University Administration Vice President for Business and Finance.

3 GENERAL INFORMATION DEFINITIONS Campus Directors of HUMAN Resources means the Director of HUMAN Resources at the University of Nebraska -Lincoln, the Director of HUMAN Resources at the University of Nebraska -Omaha; the Director of HUMAN Resources at the University of Nebraska Medical Center and the Director of HUMAN Resources University of Nebraska -Kearney. University Administration Director of HUMAN Resources means the person occupying the position in the President s Office whose principal function is to coordinate matters of nonacademic HUMAN Resources policy for the University and to act as the Chief Negotiator for collective bargaining for the President/Board of Regents. Chief Business Officer means the Vice Chancellor for Business and Finance at the University of Nebraska -Lincoln, the Vice Chancellor for Business and Finance at the University of Nebraska - Omaha, the Vice Chancellor for Business and Finance at the University of Nebraska Medical Center and the Vice Chancellor for Business and Finance at the University of Nebraska -Kearney.

4 Senior Vice President for Business and Finance means the Senior Vice President for Business and Finance, Office of the President, University Administration . Full Time Equivalent means the fractional amount of time that the duties and responsibilities of a position are to be performed by an employee at a rate not to exceed the full time equivalency specified for the position. is considered full-time and normally corresponds to a workload of 2,080 hours per year; however, a lower number of hours per year may be considered full-time (for purposes of eligibility and financial support for tuition remission and insured benefits) for certain occupations, and/or based on the requirements of specific operational units.

5 Such exceptions must be approved by the Vice President of Business and Finance and the Council of Business Officers upon the recommendation University of Nebraska Administration HUMAN RESOURCES handbook FOR POLICIES 2 of University Administration and Campus HUMAN resource Directors. Major Administrative Unit means the University of Nebraska -Lincoln, the University of Nebraska - Omaha, the University of Nebraska Medical Center, and the University of Nebraska at Kearney or the University of Nebraska Administration . Regular Position means a position which is normally expected to continue on an on-going basis. Service Date means the date that is the reference in computing the employee s eligibility for vacation leave, sick leave, and other benefits that are granted as terms and conditions of employment.

6 Normally, the service date shall be the same as the hiring date of the employee. It shall be adjusted for breaks in service. Temporary Positions means a position established for a limited period of time to accomplish a specific task. A temporary appointment typically does not exceed a two year period. Work Day normally means the day upon which work is expected to be performed. There are normally 260 work days scheduled per calendar year. Work Week means seven consecutive days or one hundred sixty-eight (168) consecutive hours which is for the purpose of establishing the uniform schedule of work in the University . EMPLOYMENT AFFIRMATIVE ACTION APPOINTMENTS The Board delegates authority for appointment of other professional staff and the office and service staff to the President or the Chancellors or their authorized representatives, as appropriate.

7 Appointments to all managerial-professional positions shall be special appointments . All offers of employment for Special Appointments shall be in writing and signed by the respective President, Chancellor, or authorized representative. Written documents shall be provided to the appointee specifying: if the appointment is a special appointment as defined by BOR Bylaw , that the appointment is to a regular or temporary position which shall be worked on a full-time or part-time basis. the duties and responsibilities of the appointee. the appointee's compensation, fringe benefits, and, where applicable, the termination date of the appointment. and that the appointment is based on the mutual consent of both parties subject to employment-at-will provisions of the State of Nebraska Appointments shall be made to either regular or temporary positions.

8 Appointments made to regular or temporary positions shall be on a full-time or part-time basis. Full-time appointments shall require the appointee to be scheduled to work at least 2,080 hours per year. Part-time appointments shall require the appointee to be scheduled to work a specified amount of time that is at a rate less than 2,080 hours per year. For the special purpose of determining eligibility to participate in the University -wide insured benefits program, an appointee shall be appointed to work for a period of at least six (6) consecutive months at a rate greater than or equal to full-time equivalent. University of Nebraska Administration HUMAN RESOURCES handbook FOR POLICIES 3 CERTIFICATION OF APPLICANT INFORMATION The University of Nebraska shall apply the following standards to applicants for University of Nebraska employment.

9 Applicants for University of Nebraska employment will be required to certify the information reflected in their application to be true to the best of their knowledge and belief. Any misrepresentation by an applicant/ employee may result in revocation of a University job offeror discharge, if hired, regardless of when discovered. In the case of an on-line application, a check box serves as an electronic signature and evidence of certification. Notice of changes Applicants will be required to acknowledge that they will report to the University HR Office (in writing) any occurrences or events taking place after their application with the University , which may render inaccurate, untrue, or incomplete any statement made in their application.

10 Employment at Will Unless otherwise expressly stated in a written appointment to a position or in a written contract of employment duly approved and executed by the University , all non-faculty employees are considered employees at will, and either the University or the employee may terminate the employment relationship upon giving the proper advance notice. Permission to investigate information In the certification process, an applicant also grants permission to the University of Nebraska to investigate employment records, educational records, criminal records, and other records to verify the information provided in their application. The application process requires each applicant to release the University , its agents and persons contacted from any liability resulting from such investigation.